Agenda item

(To receive a report from Mark Baxter, Chief Fire Officer, which provides the Committee with an update on the response to the Inspection Outcomes from Her Majesty’s Inspectorate of Constabulary and Fire & Rescue Services)

Consideration was given to a report from Ryan Stacy, Assistant Chief Fire Officer, which provided the Committee with an update on the response to the Inspection Outcomes from His Majesty’s Inspectorate of Constabulary and Fire & Rescue Services (HMICFRS) in December 2021.

Members were referred to the two main areas of concern highlighted by HMICFRS – regulatory fire inspections; and ensuring fairness and promoting diversity. 

It was reported that since the inspection, there had been an increase in the number of qualified, highly trained inspectors and a clearly defined development pathway for those individuals had been identified. It was noted that there had also been a change to the quality assurance guidelines to ensure that all fire safety education was risk assessed and quality assured.

The Committee was advised that action had been taken to ensure fairness and promote diversity had included the development of a face to face training package which had been delivered to all staff in 2022, and that further training around specialist areas of equality, diversity and inclusion (EDI) would be rolled on out a needs basis in 2023. It was highlighted that the EDI steering group was also being better utilised along with wider use of equality impact assessments.

In a letter from HMICFRS, as detailed at Appendix A to the report, it was reported that sufficient progress had been made in both areas of concern.

Consideration was given to the report and during the discussion thereon, the following points were noted:

·       The Executive Councillor for Fire, Rescue and Cultural Services extended thanks to the service for their work to address the issues identified;

·       The dedicated email address and contact points to allow staff to feedback confidentially EDI issues and concerns were being used by staff. An email address which linked to the Human Resources team at Lincolnshire County Council also provided a confidential way of raising issues, had also been provided to staff. The Assistant Chief Fire Officer assured Members that the Senior Leadership Team were committed to listening and responding to concerns and challenges raised;

·       Inspections were predominantly unannounced, but announced visits were also necessary in some instances;

·       The benefits of training on unconscious bias were acknowledged;

·       Inspection teams identified diagnostic categories which contributed to promoting the right value and culture within the service, but the views of the Senior Leadership Team also contributed to identifying the values;

·       A review of resources in the non-operational side of the fire service was ongoing which would inform workplace planning moving forward to identify whether further resource was needed to address future challenges, such as the development of online training;

·       There was sufficient resource within the full-time operational staff team, but recruitment and retention challenges for on-call team operational staff was ongoing;

·       Assurance was provided that complaints of unfair behaviour were always investigated thoroughly.

·       In addressing potential issues with culture, the Committee were reassured that Lincolnshire Fire and Rescue service had spoken directly to staff to identify any potential issues; and that individuals with any issues at all levels had been provided with the opportunity to speak directly with the Senior Leadership Team with any concerns. It was noted that the Senior Leadership Team had benefitted from the opportunity to personally engage with fire stations, which was not the case in larger metropolitan areas, and that action would be taken if behaviours occurred;

·       It was agreed that feedback from the staff survey would be reported to a future meeting of the Committee as a standalone item;

·       Of the 15 Fire Safety Regulatory auditors who carried out building inspections had an enhanced level of training, 12 were qualified up to a level 4 diploma, and the others would be qualified within the next six months. It was noted that there a programme to upskill watch based leaders to the level 3 certificate, giving grounding in fire safety enforcement was also in place and provided development pathways into a protection role; and

·       Changes to inspection criteria would mean that HMICFRS would make 11 judgements across five categories. Officers were confident that Lincolnshire Fire and Rescue would receive at least a ‘satisfactory’ judgement in all areas at their next inspection.

RESOLVED:

1.      That the report be received, and satisfaction be given to the actions implemented to address the recommendations made by HMICFRS, progress made and assurance received on continuous improvements.

2.      That the comments made, as recorded, be taken under consideration by the relevant Lead Officers and Executive Portfolio holders.